Top mistakes not to do with OKR implementation

Top mistakes not to do with OKR implementation

Recommended reading: How to write great OKRs?


It is okay to make mistakes in life as it doesn’t come with a manual. However, it is not okay to make mistakes while implementing your OKRs. Remember, OKR is a methodology that will help you achieve your goals. If you properly set goals, the results will also be favorable. 

However, an improper OKR implementation plan will lead to chaos and waste time and business resources. Life doesn’t come with a manual, but OKR implementation does. This blog will discuss major mistakes to avoid while implementing your OKRs

OKR implementation- Top mistakes to avoid:

  • Never treat your OKR as tasks. Always remember tasks are actions that lead to achieving your Objectives and corresponding Key Results for the specified time period. Considering your OKRs as tasks will lead to disengagement and overwhelmed employees resulting in no progress. In simple words, we are aiming to achieve outcome-based growth here. Not output-based growth.
  • Many leaders make the mistake of directly adapting OKRs from someone else’s company; Although you might be in the same industry, the OKR must be customized according to your company and business needs. 
  • Never set Low-value Objectives. Setting relevant objectives with monetary business value or resources is vital. Low-value objectives will demotivate your team and also decrease their productivity. 
  • Setting insufficient Key results or too many key results is vital. Ideally, according to John Doerr, 3 to 5 Key results power objectives can be set. Most companies adopt 3 Key results per objective. Too many key results or fewer will hinder achieving your goal. The key results must be ideal in number and specific. A vague key result that lacks clarity will lead to disruption of the efforts.
  • Committed and Moonshot objectives- committed objectives are achievable objectives that require the team to stretch a little out of their comfort zone. Committed objectives cannot be easily achievable. A little challenge can be given to your team to extend their limits and potential.  Moonshot objectives are those that are far-fetched. These objectives can be set to understand how much your team can push their limits and extend their bandwidth on a scale of 1.0; even a  0.7 for a moonshot objective is considered positive.
  • As a leader, the business owner has a significant role in helping the team achieve the OKRs. The leader must provide the required manpower, tech power, and other assistance for the team to increase productivity and help them achieve their Objectives.
  • Never constantly track the OKRs. Empower your employees and trust them to complete their OKRs. Constant tracking or micromanaging will demotivate them and cause them to lose confidence in themselves. But having regular one-on-one meetings is very important to achieve the OKRs. 
  • Never Sandbag. Sandbagging in corporate means projecting a weaker team potential so that when they achieve their usual potential, it seems like more than anticipated results. This will lead to demotivated employees who won’t push their limits. 

Start Implementing your OKRs today:

Avoid common OKR mistakes, and implement your OKRs using a robust objective and key results software that helps the proper implementation of your OKRs, when you have clear-cut aspirational (moonshot) objectives and committed objectives for an achievable time period. 
10xWinners provides OKR tracking software for an effective OKR implementation plan. Our software has a smart tracking system that provides actionable insights for the leaders to monitor as and when required. It identifies the resource gaps and helps leaders to provide adequate resources. The software has pre-existing customizable OKR templates that can be altered according to the company and its goals. Choose the perfect implementation software for your organization with 10xWinners. To know more, click the link below.


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Frequently Asked Questions

What does OKR software refer to?

OKR software refers to specialized software tools and platforms designed to facilitate the implementation, management, tracking, and analysis of the OKR (Objectives and Key Results) framework within organizations. OKR software provides a digital solution for setting and aligning goals, tracking progress, and fostering collaboration across teams and departments.

Which is considered the best OKR software?

The “best” OKR software can vary depending on your organization’s specific needs, goals, size, and preferences. There are several well-regarded OKR software options available, each with its own strengths and features. It’s important to evaluate these platforms based on your organization’s requirements. Here are a few popular OKR software tools that are often considered among the best: Asana, WorkBoard, Perdoo, 15Five, Weekdone, Koan, Gtmhub, Betterworks and Atiim.

How do I select suitable OKR software?

Selecting suitable OKR software requires careful consideration of your organization’s needs, goals, and operational processes. Choose the right OKR software based on the Organization’s Needs, Key Features, Budget, Available Options, Demos, Trials, User-Friendliness, Integration Capabilities, Scalability, Customization Options, Support, Training, Team Consultation, References, Trial Period, Long-Term Value, Data Security and Privacy.

Should OKRs be measurable?

Yes, one of the fundamental principles of the OKR (Objectives and Key Results) framework is that Key Results should be measurable. The concept of measurability is crucial for creating clear and actionable goals that can be tracked, evaluated, and adjusted as needed. Measurable Key Results provide a tangible way to determine progress and success.

Is it essential for everyone to have OKRs?

While the Objectives and Key Results (OKR) framework can provide numerous benefits to organizations, it’s not always necessary for every individual or team to have formal OKRs. The decision to implement OKRs should be based on the organization’s goals, structure, culture, and the specific challenges it aims to address.

What is the ideal duration for setting OKRs?

The ideal duration for setting OKRs depends on various factors, including your organization’s goals, industry, project timelines, and the pace of change within your industry. There is no one-size-fits-all answer, but here are some common timeframes to consider:

  • Quarterly OKRs: Many organizations follow a quarterly OKR cycle, setting objectives and key results every three months. This shorter timeframe allows for more frequent adjustments and adaptations to changing circumstances. Quarterly cycles are especially useful in fast-paced industries and for teams working on projects with relatively short timelines. 
  • Annual OKRs: Some organizations prefer to set OKRs on an annual basis, aligning their objectives and key results with their fiscal year. This approach provides a longer planning horizon and can work well for industries with longer project timelines or less frequent changes. 
  • Biannual OKRs: For organizations that fall between the two extremes, a biannual OKR cycle (every six months) can strike a balance between flexibility and longer-term planning. 
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